2026
Conference Program

Learning organizations outperform their competitors—but building a true learning culture remains elusive for most. This session explores how leading organizations have moved beyond episodic training to create environments where continuous learning drives measurable business outcomes. You’ll discover how award-winning L&D teams have shifted from order-takers to strategic partners, embedding learning into the daily workflow and proving their impact in terms executives care about. The most effective learning cultures share common elements: they make learning accessible and relevant to employees across all career stages and generations, they leverage technology including AI to scale personalized experiences, they create inclusive environments and psychological safety where people feel comfortable experimenting and failing, they integrate wellness considerations that prevent burnout while building capabilities, and they use social and collaborative learning to break down silos. These organizations prioritize upskilling and continuous capability development, build talent agility that enables rapid adaptation to changing business needs, create talent readiness for emerging roles and responsibilities, and support talent mobility through integrated learning and career pathways. They’ve cracked the code on making learning stick—through innovation labs that test new approaches, manager enablement, and integration with career development. You’ll leave with practical strategies for transforming your learning culture and the metrics to prove your success. What You’ll Learn Evidence-based approaches to building learning cultures that drive upskilling, talent agility, and readiness across multi-generational workforces using technology, including AI, social learning, and innovation labs How to create inclusive environments with psychological safety that integrate wellness considerations and enable talent mobility while preventing burnout Measurement frameworks that connect learning culture investments to business outcomes and proven strategies from Excellence Award-winning organizations Session Objectives Design strategies for embedding continuous learning, upskilling, and capability development into business operations while building talent agility across multi-generational and diverse workforces Learn to leverage AI, social learning, innovation labs, inclusion, and wellness principles to scale learning impact and enable talent mobility Build measurement frameworks and business cases demonstrating the learning culture’s strategic value and create action plans for transformation

Your CFO sees learning as a cost. Your CEO views it as necessary but not strategic. You know it’s more—now prove it. This session, featuring insights from UVA Darden’s renowned faculty and accomplished practitioners, transforms how you think about, design, and measure learning initiatives. The organizations achieving breakthrough results are those who’ve mastered all six strategic imperatives: leveraging AI to scale personalized learning across multi-generational workforces from Gen Z to Baby Boomers, building innovation labs to pilot and prove transformational approaches before enterprise rollout, fostering social and collaborative learning that breaks down generational and functional silos, creating inclusive learning cultures that unlock diverse thinking and drive innovation, and embedding wellness into development strategies recognizing that burned-out employees can’t drive business results. Too many L&D leaders are trapped playing defense, justifying budgets with completion rates and satisfaction scores that mean nothing to business leaders. Meanwhile, a small group of elite organizations have repositioned learning as a strategic driver of revenue growth, market expansion, and competitive positioning. UVA Darden brings world-class business school rigor to help you connect learning investments to business results in ways that command executive attention and resources. If you’re tired of fighting for budget and recognition, this session is non-negotiable.

L&D and talent leaders are increasingly responsible for driving enterprise-wide transformations—from new technology implementations to cultural shifts to operating model redesigns. Yet most change initiatives fail, not from poor strategy but from poor execution and people factors. This session delivers battle-tested strategies for leading successful transformations, with unvarnished truth from practitioners who’ve experienced both spectacular successes and instructive failures. Today’s change leaders face unprecedented complexity: managing change fatigue across five generations, implementing new technologies including AI while maintaining productivity, building inclusive change processes that bring everyone along, protecting employee wellness during stressful transitions, building new capabilities while running current operations, and sustaining momentum through implementation. Whether you’re launching innovation labs, implementing new talent processes, rolling out social and collaborative learning platforms, driving upskilling initiatives, building talent agility for organizational transformation, preparing talent readiness for new ways of working, enabling talent mobility through new systems, shifting organizational culture, or driving adoption of new technologies, this session provides the frameworks and strategies you need. You’ll learn how leading organizations build change capabilities that become organizational strengths. What You’ll Learn Proven frameworks for leading successful transformations across five generations including technology adoption (AI), innovation labs, upskilling initiatives, talent mobility systems, and cultural shifts Strategies for identifying and neutralizing resistance, building change momentum through social learning and inclusive practices, and protecting employee wellness during transitions Real stories from both successful and unsuccessful change initiatives with stakeholder engagement strategies and metrics for tracking adoption and business impact Session Objectives Build comprehensive change management plans for current and upcoming initiatives tailored to your organizational culture while addressing generational differences, inclusion needs, and wellness impacts Learn to integrate AI, social learning, innovation labs, upskilling, talent agility, talent readiness, and capability building into change strategies Create communication plans and measurement frameworks that sustain momentum from launch through full adoption across diverse populations

Your L&D team is drowning in operational tasks while strategic initiatives languish on the back burner. This session, presented by VPS Learning, reveals how managed learning services free your internal team to focus on strategic work that only they can do—like figuring out how to integrate AI into your learning strategy, designing inclusive programs that work across five generations with vastly different expectations, building innovation labs to pilot next-generation learning approaches, creating social and collaborative learning ecosystems that break down silos, or finally launching that wellness-focused learning initiative that’s been stuck in the “someday” pile. Content creation, instructor scheduling, platform administration, reporting—the operational burden is crushing your team’s ability to focus on what actually matters: strategic learning that drives business results. VPS Learning shares proven models for balancing internal strategic capabilities with external operational excellence, delivering superior quality at lower total cost. Organizations using managed learning services are achieving better learner experiences, lower costs, higher quality, and more strategic L&D teams—all simultaneously. If you’re struggling to do more with less while maintaining quality, this session is essential.

When organizations face rapid growth, leadership consistency often becomes the defining factor between employee engagement and attrition. This session explores how a “Moments That Matter” approach to leadership development can create lasting behavioral change, drive alignment, and strengthen trust across all levels of the organization. By focusing on key leadership interactions that shape the employee experience, participants will see how intentional connection, development, and accountability can directly reduce turnover and improve employee engagement. Attendees will leave with practical strategies to design leadership programs that don’t just teach skills—they transform culture and business results.

Your most powerful learning resource isn’t in your LMS—it’s walking your hallways and filling your Zoom calls. This session, presented by NovoEd, reveals how leading organizations are systematically leveraging social and collaborative learning to accelerate capability development across all six strategic HR priorities. You’ll discover how peer-to-peer learning works across multi-generational workforces—from Gen Z digital natives to Baby Boomer experts—with each generation bringing unique knowledge. NovoEd demonstrates how AI enables intelligent matching for peer learning at scale (connecting the right people with complementary skills), how collaborative learning supports employee wellness by building community and reducing the isolation that causes burnout, how peer networks become innovation labs where new ideas emerge from diverse perspectives colliding, how social learning creates inclusive environments where everyone’s expertise is valued regardless of title or tenure, and how organizations are building self-sustaining learning cultures where knowledge sharing happens naturally. Organizations using collaborative upskilling are achieving faster skill development, better knowledge retention, higher engagement, and dramatically lower per-learner costs than traditional approaches. If you’re trying to upskill hundreds or thousands of employees with limited budget and resources, peer learning isn’t optional—it’s essential.

The future of talent development is skills-based. Forward-thinking organizations are moving beyond job titles and career ladders to skills-based approaches that unlock internal mobility, reduce external hiring costs, and keep high-performers engaged. This session explores how leading L&D and talent teams are building the systems, processes, and culture that make skills-based talent management work. The shift to skills-based approaches solves critical business problems: reducing regrettable attrition, cutting expensive external hiring, building organizational agility, and creating career opportunities people didn’t know existed. Technology including AI enables inclusive matching of people to opportunities based on capabilities rather than credentials, revealing paths that traditional career frameworks miss across all generations. Award-winning organizations have built skills taxonomies, created transparent internal talent marketplaces, integrated skills development into learning strategy through social and collaborative learning, and designed career experiences that support wellness by preventing stagnation and burnout. They prioritize upskilling to close critical skills gaps, build talent agility through cross-functional development, ensure talent readiness for emerging roles, and accelerate talent mobility through visible opportunities and clear pathways. Innovation labs serve as proving grounds where people develop new capabilities. You’ll see real systems, honest implementation challenges, and measurable results. What You’ll Learn How to build skills taxonomies and leverage technology including AI to enable inclusive talent mobility, matching people to opportunities across multi-generational workforces based on capabilities rather than credentials Strategies for integrating upskilling, social learning, innovation lab experiences, and wellness considerations into career development to build talent agility and readiness while preventing burnout Real implementation examples with measurement frameworks proving internal mobility’s ROI in retention, hiring costs, capability development, and methods for overcoming political and cultural barriers Session Objectives Design inclusive skills-based talent development strategies with skills frameworks that connect learning to career opportunities appropriate for your organization Learn to leverage AI, social learning, innovation labs, upskilling, and wellness principles to accelerate talent mobility, build agility, and ensure readiness Create talent mobility programs that reduce turnover and hiring costs with measurement frameworks proving ROI and implementation roadmaps you can execute immediately

Strategic workforce planning has evolved from annual headcount exercises to dynamic talent intelligence that informs every major business decision. Forward-thinking organizations now predict skills gaps before they impact business, identify flight risks among critical talent, and make data-driven decisions about where to build, buy, or borrow capabilities. This session reveals how L&D and talent leaders are using advanced analytics to become indispensable strategic advisors. The game has changed: sophisticated HR teams leverage analytics and AI to surface patterns and predictions that were previously invisible. They can forecast which capabilities will be needed in 18 months, identify which upskilling programs actually build business-critical skills, predict where burnout and wellness risks are highest across multi-generational populations, assess talent readiness for critical roles, measure talent agility across the organization, track talent mobility patterns and barriers, and optimize talent investments for maximum ROI. These insights reveal how inclusive practices impact retention, how social and collaborative learning builds capabilities, and which innovation lab experiments should scale. You’ll learn from practitioners who transformed their teams from reactive problem-solvers to proactive strategic partners through better workforce intelligence. What You’ll Learn How advanced analytics and AI enable predictive insights about talent risks, upskilling needs, talent readiness for critical roles, talent agility, and talent mobility patterns across multi-generational populations Methods for measuring the business impact of social learning, innovation labs, wellness programs, and inclusive practices using data visualization and storytelling techniques that influence executives Practical approaches for evolving workforce planning from static headcount to dynamic capability forecasting with technology platforms that deliver actionable intelligence Session Objectives Build strategic workforce planning capabilities scaled to your maturity level and identify high-value metrics relevant to your business context Learn to leverage analytics and AI to measure wellness, inclusion, innovation, social learning, upskilling effectiveness, talent agility, mobility, and readiness impact Develop data storytelling skills and measurement frameworks that prove talent development’s strategic business impact and establish yourself as a strategic advisor

Reading case studies doesn’t build leaders—practice does. This session, presented by BTS, showcases cutting-edge leadership simulations that accelerate development in ways traditional methods simply cannot match. You’ll discover how immersive learning experiences create leaders who can navigate complexity, drive results under pressure, and execute strategy effectively across multi-generational teams. These sophisticated simulations enable leaders to practice managing AI-augmented decision-making, leading diverse and inclusive teams through innovation challenges, fostering social and collaborative work environments, supporting employee wellness while driving performance, and running innovation labs where breakthrough thinking happens. The simulations create psychologically safe environments where Baby Boomer executives, Gen X managers, Millennial team leads, and emerging Gen Z leaders can practice together, learn from each other’s perspectives, and build the capabilities needed for tomorrow’s challenges. The organizations using simulation-based leadership development are building leadership benches that significantly outperform traditionally developed leaders in strategic thinking, decision-making quality, and results delivery. You’ll see real simulations in action and learn how to integrate them into your leadership development ecosystem.

Your training is boring, and boring training doesn’t change behavior. This dynamic session, presented by SiyonaTech, reveals how strategic storytelling transforms digital learning while addressing all six critical HR imperatives. The human brain is wired for stories; facts and bullet points get forgotten, but compelling narratives create emotional connections that stick. SiyonaTech demonstrates how story-driven learning works across multi-generational audiences by crafting narratives that resonate with everyone from Gen Z through Baby Boomers (using different reference points and cultural touchstones), how AI enables personalized storytelling at scale adapting narratives to individual contexts and preferences, how inclusive storytelling represents diverse experiences and perspectives making everyone see themselves in the content, how narratives can model social and collaborative behaviors showing the power of teamwork and knowledge sharing, how stories can normalize wellness and healthy work practices (characters facing burnout, seeking help, finding balance), and how innovation lab experiments can be captured in compelling case study narratives that drive broader adoption across the enterprise. You’ll see before-and-after examples of learning experiences transformed through narrative design that worked across diverse, multi-generational workforces. Organizations using story-driven learning are achieving completion rates, knowledge retention scores, and behavior change metrics that dwarf traditional approaches.

Managing instructor-led and virtual training is consuming resources that should be focused on strategy. This session, presented by Training Orchestra, explores innovative approaches to orchestrating training operations at scale without proportional headcount or cost increases. You’ll discover how the right tools and processes dramatically reduce administrative burden while simultaneously improving training quality across multi-generational learning preferences, enabling instructors to facilitate more inclusive and collaborative learning experiences, supporting wellness by reducing operational stress on your team, freeing capacity to experiment with AI-powered learning tools, and creating time to develop innovation lab pilots. Training Orchestra reveals how sophisticated organizations use technology to optimize instructor utilization across different delivery modalities that work for everyone from Gen Z digital natives who expect seamless tech experiences to Baby Boomers who value personal connection, create scheduling systems that accommodate diverse work-life wellness needs, and build operational efficiency that enables rather than hinders social and collaborative learning at scale. Organizations that master training operations achieve lower per-learner costs, higher quality scores, better instructor satisfaction, and L&D teams freed to focus on strategic initiatives.

One-size-fits-all training builds one-size-fits-all capability—which means mediocrity across your workforce. This session, presented by Absorb LMS, reveals how personalized learning powered by AI builds the resilient, adaptable workforce required to thrive while addressing all six strategic HR imperatives. You’ll discover how AI-powered learning technology enables personalization at scale across multi-generational learners with vastly different preferences—Gen Z expecting mobile microlearning and gamification, Millennials seeking self-directed paths with social elements, Gen X valuing practical application and efficiency, Baby Boomers preferring structured guidance with clear objectives. Absorb LMS demonstrates how personalized learning creates inclusive experiences that work for diverse learning styles, cognitive needs, and accessibility requirements, how it supports employee wellness by reducing frustration and cognitive overload through right-sized challenges, how it enables social and collaborative learning by intelligently connecting people with complementary skills and knowledge for peer learning, and how innovation labs use AI-driven personalized development to rapidly upskill teams on emerging capabilities and experimental approaches. Organizations using personalized L&D powered by AI are achieving higher completion rates, better knowledge retention, faster time-to-competency, and stronger business results across their entire multi-generational workforce than those stuck in generic training approaches.

Exceptional employee experience is the ultimate competitive advantage—and L&D plays a central role in creating it. This session explores how leading organizations design holistic employee experiences where learning, development, career growth, and culture work together to make people choose to stay, grow, and contribute their best work. You’ll discover how the most successful talent strategies integrate multiple elements into cohesive experiences that drive both engagement and retention. Award-winning organizations understand that retention isn’t about any single program—it’s about everything working together. They create development opportunities people value through upskilling and continuous learning, provide career paths people can see and reach through talent mobility, build inclusive cultures where people feel they belong across all generations, offer flexibility and wellness support that fits their lives, design innovation lab opportunities that engage top talent, enable talent agility that helps people grow in multiple directions, ensure talent readiness for future opportunities, and leverage social and collaborative learning to build connection. L&D and talent leaders are uniquely positioned to orchestrate these integrated experiences. You’ll learn how leading organizations use technology including AI to personalize development at scale while maintaining equity, integrate wellness into how people work and learn, and create experiences where diverse talent thrives. What You’ll Learn How integrated strategies across upskilling, talent mobility, career development, wellness, inclusion, and culture drive retention across multi-generational workforces with technology including AI, enabling personalized experiences at scale The specific role of social learning, innovation labs, talent agility, and talent readiness in building engagement and how to identify root causes of turnover to design targeted solutions Real implementation stories from Excellence Award-winning organizations with measurement frameworks connecting experience investments to retention outcomes in financial terms Session Objectives Assess your current employee experience and design integrated talent strategies across learning, upskilling, talent mobility, wellness, inclusion, and culture Learn to leverage AI, social learning, innovation labs, talent agility, and wellness to create experiences where diverse talent thrives and retention improves Build compelling business cases for employee experience investments and create measurement frameworks tracking both experience quality and retention outcomes

Technology’s power comes with profound responsibilities that could destroy your employer brand, create legal liability, and damage employee trust if you get it wrong. As advanced technology including AI becomes embedded in hiring decisions, promotion recommendations, learning personalization, and performance management, ethical implementation and governance aren’t nice-to-haves—they’re existential requirements. This critical session provides practical frameworks for preventing bias, protecting privacy, and ensuring technology serves all employees equitably. Biased algorithms can undo years of work to ensure fair access to opportunities, systematically disadvantage specific generations or demographic groups, perpetuate inequities that exclude talent from opportunities, limit upskilling access to certain groups, block talent mobility for protected populations, undermine talent readiness by restricting development opportunities, reduce organizational talent agility by creating barriers, undermine wellness by creating unfair stress, damage the psychological safety needed for innovation labs to function, and erode the trust essential for social and collaborative learning. Privacy violations and opaque decision-making expose you to legal action. Yet most organizations racing to implement HR technology including AI are dangerously unprepared for these complexities. Here’s what makes technology ethics so challenging: the bias often isn’t obvious. A system might systematically disadvantage older workers, working parents, or certain demographic groups without anyone noticing. You’ll learn from organizations that thoughtfully implemented technology with strong ethical guardrails ensuring inclusive outcomes across multi-generational workforces. What You’ll Learn How bias enters technology systems including AI through data, algorithms, and implementation—and strategies to prevent it Privacy protection requirements when using employee data for system training and decision-making Ethical frameworks for technology-enabled decision-making in HR, learning, and talent management contexts How to ensure AI and other systems work fairly across multi-generational and diverse workforces How technology ethics connects to wellness (preventing unfair stress), inclusion (ensuring equity), and innovation (maintaining trust) Transparency and explainability requirements ensuring employees understand and trust technology-driven systems Governance models ensuring responsible technology use that protects social and collaborative learning cultures How to maintain psychological safety in innovation labs when implementing new technologies Real examples of both responsible implementation and cautionary tales of failures Legal and regulatory considerations for AI and technology in employment and development contexts Session Objectives Build ethical frameworks for technology implementation including AI appropriate for your organizational values Identify and mitigate bias risks in HR technology systems before they cause harm to any group Establish governance ensuring responsible use that supports wellness, inclusion, and innovation across generations Balance innovation and competitive advantage with ethical responsibility and legal compliance Create employee trust in

Learning technology should enable great experiences and free your team for strategic work—but most L&D teams are drowning in platform complexity, wrestling with disconnected systems, and spending more time on administrative work than strategic initiatives like building innovation labs, designing inclusive programs, launching wellness initiatives, driving upskilling at scale, enabling talent mobility, building talent agility, or ensuring talent readiness through social learning. This practical session shows how leading L&D teams have fundamentally redesigned their technology ecosystems and operations to deliver superior experiences while achieving dramatic efficiency gains. The best L&D organizations have moved beyond platform accumulation to strategic technology architecture. They’ve eliminated redundant tools, integrated systems to create seamless experiences across multi-generational user preferences, automated administrative work, and freed their teams to focus on strategic priorities. Technology including AI enables new possibilities—from automating content creation to personalizing learning at scale while maintaining equity to surfacing insights about what’s working. Streamlined operations support inclusive practices by reducing friction, enable social and collaborative learning at scale, support employee wellness by eliminating unnecessary complexity, and allow teams to focus on innovation. You’ll learn from practitioners who transformed their technology and operations with real before-and-after comparisons. What You’ll Learn How to evaluate and integrate learning technology strategically, leveraging AI and automation to enable upskilling at scale, talent mobility, talent agility, talent readiness, innovation labs, social learning, and inclusive practices Service design principles and process optimization strategies that improve learner experience across multi-generational populations while freeing teams from administrative work for strategic initiatives Real examples of L&D teams that transformed technology and operations with metrics demonstrating operational improvements, efficiency gains, and how excellence supports wellness and innovation Session Objectives Map your current technology ecosystem, identify improvement opportunities, and build strategies appropriate for your organizational context and budget Learn to leverage AI and automation to enable upskilling, talent mobility, talent agility, talent readiness, innovation labs, social learning, and inclusive practices at scale Design learner experiences reducing friction across generations, create business cases securing technology investment resources, and develop modernization implementation roadmaps